Andrew is a trainer, facilitator, coach and consultant with a focus on learning and talent development, leadership and engagement, and management development.
He has vast experience of working with highly successful and influential organisations across the globe. With a passion for helping people and organisations to learn, develop and achieve their strategic goals, Andrew has worked closely with senior management, HR and L&D teams in many large and medium sized organisations in the private, public, and third sectors.
His experience includes sectors such as Oil & Gas, Pharma and Healthcare, Financial Services, Manufacturing, Mining and Minerals, Legal, Energy, Telecommunications, Social Care, Defence and Education.
Who Should Attend
Senior Learning and Development managers and professionals
Trainers and consultants
HR Business Partner
Those responsible for Talent Management / Talent Development
Managers who take an interest in learning and talent development
If your role includes Learning & Talent Development, then this is the ultimate course to take you to the next level of strategic influence, business alignment, consulting and performance. This is all about driving organisational performance by aligning your L&D/Talent initiatives with your organisation’s top priorities and building a learning organisation.
Aimed at L&D professionals as well as anyone in middle or senior management or HR with responsibility for developing talent, the course will help you to add more value through L&D/talent initiatives.
Effective learning and development is one of the most important keys to sustained organisational success. You’ll learn how to go beyond “training” and create effective and relevant learning and development opportunities, even building a learning organisation.
On this course, you will learn to increase your influence within your organisation and beyond, partner with key stakeholders, help managers to solve problems and achieve goals, enhance L&D’s brand and reputation, and demonstrate return on investment for your work.
You’ll learn to apply insights from neuroscience in order to make the learning more meaningful, relevant, engaging and participative. You’ll also explore how to help people transfer the learning from the learning event to the workplace. The full learning lifecycle will be explored, from learning needs analysis, to stateof- the-art design principles, to evaluating learning and demonstrating the value that it adds to the organisation. If you have an interest in driving performance through learning and talent development, then this course is for you.
Drawing on state-of-the-art research and latest thinking, the course will help you to both identify and communicate the link between L&D/talent and sustained organisational performance – a powerful business case. It will also help you to identify the steps you and your colleagues need to take to ensure greater strategic alignment in the future. On the talent front, you’ll have an opportunity to explore how winning organisations manage their talent and develop a plan to take your organisation to the next level in terms of talent development.
What You’ll Learn
Analyse and describe your organisation in strategic terms in order to align learning and development (L&D) and talent initiatives with the organisation’s strategy and direction.
Assess the degree of strategic alignment between your L&D/Talent/OD function and your organisation and identify areas to develop in order to work more strategically
Latest trends in L&D
Show awareness of important trends in L&D today which make learning more impactful and relevant to the business
Build a credible L&D Strategy – one that is relevant to your organisation’s priorities
Enhance the brand value and credibility of L&D within your organisation and connect L&D to your organisation’s brand and identity
Become a true partner and performance consultant. Use your consultancy skills to help managers to diagnose and solve business problems and meet business goals
Use relevant business data and metrics to inform L&D plans
Learn what the top performing organisations do to create and learning culture that future proofs their business
Analyse performance gaps & learning needs
Perform a learning needs analysis and clearly define the relevant learning objectives
Learning in the flow of business
Take learning and talent development interventions closer to employees’ daily work by using the 70:20:10 principle, thus making L&D more relevant and engaging
Develop a comprehensive talent strategy for your organisation that encompasses the whole talent lifecycle
Devise approaches to develop both leadership talent as well as technical talent in your organisation
Manage the complex array of stakeholder relationships involved in implementing a learning and talent development strategy, thus aligning learning with the needs and priorities which line managers and senior managers are facing
Overcome organisational barriers to effective L&D and improve the transfer of learning to the workplace
Apply accelerated learning techniques and insights from neuroscience when designing a learning event
Promote more and better use of learning technologies
Return on investment
Demonstrate ROI and “return on expectations” (ie meeting the intended strategic needs)
Future L&D Roles
Build an L&D team with roles fit for the future
Managing external suppliers
Partner more effectively with external suppliers to bring out the best in them to better serve your people